We recognise that employment law requirements are likely to vary depending on market demands and the relative strengths and capacity from time to time of your in-house legal and HR teams. For example, sometimes you may simply want a second opinion; or you may want access to our experience of how other employers are adapting to legislative change; or a matter may be sufficiently serious and sensitive that you want it dealt with objectively by external lawyers.

We are able to cope seamlessly and immediately with varying demands; client focussed so that they know and value your business; and flexible enough to price competitively across a range of very different services. We appreciate and understand your comments about possibly wishing to use a combination of suppliers. Such decisions may be influenced by perceptions of quality, price and relative risk –not every instruction will necessarily warrant a gold plated service.

There are advantages to using the same lawyers for all your employment work so that when more specialised and sensitive advice is required your lawyers have, within their team, a good understanding of your business through exposure to day-to-day employment relations issues and employment tribunal work. That requires your lawyers to be set up to provide a competitive service across a number of possible work streams:

  • Employee relations support – rapid turn-around phone and email advice on a range of employee relations issues such as conduct and performance, disciplinary and grievance, sickness, holiday and family leave.
  • Employment Tribunal claims - including assistance with the initial ACAS conciliation through to service of our defence and then on-going support until the case is concluded.
  • Contracts and policies – keeping your document framework up to date in the context of ever changing legislation.
  • Business restructuring –advising on the application of TUPE, information and consultation obligations and hands on experience of working with trade unions and employee representatives in the context of outsourcing, insourcing and retendering exercises and collective redundancies.
  • Strategic advice – utilising our experience, sector knowledge and dedicated back-up to monitor legal developments and advise you appropriately on business opportunities or risk avoidance.
  • Training – managing your risk by providing training packages  on a bespoke paying basis or as part of an overall value added package.

 

Notable deals and highlights

  • General Medical Council - we have acted in a number of complex multi-day, multi-issue discrimination claims for the GMC litigated in the Employment Tribunal. We have represented the GMC on cases relating to the registration of doctors with overseas qualificationsand have advised extensively on the Equality Act and the GMC’s public equality duties.
  • Nursing and Midwifery Council – we have advised the Head of HR and at times the Chief Executive and the Chair on a variety of challenging employment matters. This has included: several organisational restructurings; office relocation; a number of redundancies; employee relations matters; high level departures; contracts of employment and Employment Tribunal cases and settlement agreements.
  • Royal College of Physicians - we advise on all aspects of employment law, including advising on disciplinary and grievance issues, termination of senior employees e and negotiating compromise/settlement agreements. We deal with any Tribunal claims including a complex, multi-day, document heavy race and religious discrimination claim. We have also advised RCP on the TUPE implications of the transfer of staff from other organisations to RCP.
  • Department of Health - we advised on the creation of the Care Quality Commission arising from the merger of three bodies, the Commission for Social Care Inspection, Healthcare Commission, and Mental Health Act Commission.